• Position Title: Talent Acquisition Associate | MAF Retail | Head Office Kenya
• Location: Nairobi, Kenya
• Employment Type: Full-Time (Regular)
• Number of Vacancies: 1
• Salary: Estimated KES 100,000 – 150,000 Monthly (Note: This is an estimate based on 2025 market data from BrighterMonday Kenya and Glassdoor, where Talent Acquisition roles in Nairobi’s retail/HR sector average KES 90K–140K, adjusted for MAJID AL FUTTAIM’s multinational scale and 3–5 years experience. Final salary will be determined by the hiring company. Use this range to guide expectations and strengthen negotiations during interviews.)
• Category/Department: Human Resources / Recruitment / Talent Acquisition
• Reporting To: Talent Acquisition Manager
• Application Deadline: Open (Apply ASAP via Link)

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Introduction

The Talent Acquisition Associate role at Majid Al Futtaim Retail (MAF Retail), the Middle East’s leading retail conglomerate operating Carrefour in Kenya, supports sourcing and selection of quality talent to drive strategic objectives. This full-time regular position requires a Bachelor’s in Business/HR, 3–5 years recruitment experience (retail/white-collar/blue-collar preferred), and strong negotiation, focusing on talent pools, interview scheduling, and agency management.

Ideal for detail-oriented, high-energy professionals with portal/ATS proficiency, the role ensures MAF’s 45,000+ workforce growth. As part of MAJID AL FUTTAIM’s mission to create lasting memories since 1992, the Associate aligns with Kenya’s KES 200 billion retail sector and Vision 2030’s talent development. This opportunity suits collaborative recruiters passionate about inclusive hiring in a dynamic, global environment.

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About Majid Al Futtaim Retail (MAF Retail)

Majid Al Futtaim Retail, part of the UAE-based MAJID AL FUTTAIM group since 1992, operates Carrefour supermarkets, malls, and entertainment across 15 countries with 45,000+ employees and USD 8.5 billion revenue (2024 est.). In Kenya since 2017, MAF runs 20+ Carrefour stores serving 1 million+ shoppers. Rated 4.3/5 for employee growth, MAF aligns with Vision 2030’s retail innovation.

MAF fosters a culture of happiness, innovation, and inclusion, with Leadership Model emphasizing shared vibes. For the Talent Acquisition Associate, MAF offers development, global exposure, and positive teams, creating a workplace where your sourcing builds futures in a diverse, inclusive organization.

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Key Responsibilities

As Talent Acquisition Associate at MAF Retail, you will support recruitment. Core duties include:

• Sourcing: Support team in external talent sourcing for current/future positions; ensure sufficient talent pool.
• Planning: Support annual recruitment plan based on manpower.
• Scheduling: Manage candidate interview schedules; coordinate open day schedules.
• Agency Management: Identify/manage external agencies/overseas vendors.
• Portal/Events: Execute open days per standards; review CVs from portal/sites for screening.
• Compliance: Ensure portal follows policies/procedures.

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Qualifications and Skills

The Talent Acquisition Associate role requires:

• Education: Bachelor’s Degree in Business Administration or Human Resources.
• Experience: 3–5 years in recruitment; retail/white-collar/blue-collar hiring preferred.
• Skills: Strong negotiation; high attention to detail.

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Company Culture and Values

Majid Al Futtaim Retail fosters a culture of happiness, innovation, and collaboration, reflecting its memory-making mission. With 45,000+ diverse colleagues, MAF promotes inclusion through Leadership Model and global mobility. Values of shared vibes, excellence, and growth guide operations, with HR roles central to talent.

MAF supports growth with programs and positive environments, creating a vibrant workplace rated 4.3/5 for vibes. For the Talent Acquisition Associate, this means sourcing impactfully in a supportive team, aligned with Vision 2030, offering a fulfilling path in global retail HR.

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How to Apply

Apply now for the Talent Acquisition Associate position at Majid Al Futtaim Retail.

Submit via https://careers.majidalfuttaim.com/global/en/job/20326/Officer—Human-Recourse.

Include:

1. Updated CV.
2. Cover letter.

MAF is an equal opportunity employer; only shortlisted contacted. No fees.

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Tags

Talent Acquisition Associate MAF Nairobi, HR Recruitment Retail Jobs, Sourcing Screening Kenya, Full-Time Talent Management, Bachelor’s 3-5 Years Experience, Vision 2030 Talent Development

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Expert Tips for Success as Talent Acquisition Associate at MAF Retail: A Shortlister’s Perspective

As a recruiter shortlisting for MAF Retail’s Talent Acquisition Associate, I prioritize applications that demonstrate sourcing savvy, candidate empathy, and retail recruitment depth. With a 70% rejection rate due to generic CVs or no blue-collar experience, these 10 tips are designed to place your application in the top 5% by showcasing your 3–5 years and negotiation. Each tip provides realistic, impactful examples you can adapt to your experience, explaining why they work.

Tip 1: Lead with a Quantified Sourcing Volume Achievement

Why It Works: Recruiters seek associates who fill pipelines—50% of shortlists go to candidates with lead/sourcing metrics. A CV opening with a specific achievement (e.g., “Sourced 500+ candidates for retail roles with 40% hire rate”) grabs attention, proving your talent pool strength. Metrics align with MAF’s manpower goals.

CV Example (adapt to your experience):
“Sourced 500+ retail candidates as Talent Acquisition Associate candidate at a chain, achieving 40% hire rate.”
Why: This showcases your strength, aligning with MAF’s sourcing needs.

Cover Letter Example (adapt to your experience):
“As HR specialist at a supermarket, I built a 300-candidate pool with 85% diversity, preparing me for MAF’s requirements.”
Why: It links your experience to the job’s pool needs, showing recruiters your proven volume.

Interview Example (adapt to your experience):
“As associate, I screened 200 CVs quarterly with 92% match, aligning with MAF’s standards.”
Why: This concise story highlights your volume skills with metrics, making you a strong candidate.

How to Do It: Open your CV with a “Key Achievement” section featuring one bullet point with a sourcing/hire metric (e.g., “500+ sourced,” “40% hire”). Include “Talent Acquisition Associate” and “candidate sourcing” in your CV and cover letter. Practice a 30-second interview story with specific results from your past role. Attach a redacted sourcing report to your portfolio. Follow up via the MAF portal emphasizing MAF’s strategic objectives.

Tip 2: Highlight Blue-Collar/Retail Hiring with a Diverse Example

Why It Works: Retail experience (white/blue-collar) is preferred—40% rejections for corporate-only. A specific example of hiring (e.g., “Recruited 200 blue-collar staff for 50 stores with 90% retention”) shows versatility, a top shortlisting factor. Metrics demonstrate your ability to source broadly, aligning with MAF’s diverse workforce goals.

CV Example (adapt to your experience):
“Recruited 200 blue-collar retail staff as Talent Acquisition Associate candidate for 50 stores, achieving 90% 6-month retention.”
Why: This quantifies your versatility, aligning with MAF’s retail needs.

Cover Letter Example (adapt to your experience):
“As recruiter at a franchise, I filled 150 white-collar/blue-collar roles with 85% diversity, preparing me for MAF’s requirements.”
Why: It connects your experience to the job’s broad sourcing needs, showing recruiters your versatility.

Interview Example (adapt to your experience):
“As associate, I onboarded 100 store teams quarterly with 92% cultural fit, aligning with MAF’s standards.”
Why: This story emphasizes your versatility with metrics, boosting your interview appeal.

How to Do It: Include a “Blue-Collar/Retail Hiring Versatility” section in your CV with 2-3 examples, each with retention/diversity metrics. In your cover letter, connect one example to MAF’s Carrefour. For interviews, practice a 30-second story with specific filling. Attach a redacted hire pipeline to your portfolio. Follow up highlighting MAF’s diverse focus.

Tip 3: Demonstrate Negotiation with an Agency/Vendor Example

Why It Works: Managing agencies/overseas vendors is key—recruiters prioritize deal-makers. A specific example of negotiation (e.g., “Negotiated 5 vendor contracts saving 20% costs”) shows acumen, a top shortlisting factor. Metrics demonstrate your ability to identify/manage, aligning with MAF’s external goals.

CV Example (adapt to your experience):
“Negotiated 5 recruitment vendor contracts as Talent Acquisition Associate candidate, saving 20% on fees.”
Why: This quantifies your acumen, aligning with MAF’s vendor needs.

Cover Letter Example (adapt to your experience):
“As associate at an agency, I managed 10 overseas suppliers with 90% SLA compliance, preparing me for MAF’s requirements.”
Why: It connects your experience to the job’s management needs, showing recruiters your acumen.

Interview Example (adapt to your experience):
“As recruiter, I closed 30 vendor deals quarterly with 88% savings, aligning with MAF’s standards.”
Why: This story emphasizes your acumen with metrics, increasing your interview prospects.

How to Do It: Include a “Agency/Vendor Negotiation & Management” section in your CV with 2-3 examples, each with saving/compliance metrics. In your cover letter, connect one example to MAF’s external. For interviews, practice a 30-second story with specific negotiation. Attach a redacted contract summary to your portfolio. Follow up emphasizing MAF’s identification focus.

Tip 4: Highlight Open Day Execution with an Event Example

Why It Works: Coordinating open days is hands-on—recruiters prioritize executors. A specific example of execution (e.g., “Coordinated 3 open days attracting 500 candidates with 70% hire”) shows coordination, a top shortlisting factor. Metrics demonstrate your ability to deliver, aligning with MAF’s standards goals.

CV Example (adapt to your experience):
“Coordinated 3 retail open days as Talent Acquisition Associate candidate attracting 500 candidates with 70% hire rate.”
Why: This quantifies your coordination, aligning with MAF’s event needs.

Cover Letter Example (adapt to your experience):
“As associate at a chain, I executed 4 hiring events with 85% diversity, preparing me for MAF’s requirements.”
Why: It connects your experience to the job’s delivery needs, showing recruiters your coordination.

Interview Example (adapt to your experience):
“As recruiter, I managed 2 open days quarterly with 92% satisfaction, aligning with MAF’s standards.”
Why: This story emphasizes your coordination with metrics, boosting your interview appeal.

How to Do It: Include an “Open Day Execution & Candidate Attraction” section in your CV with 2-3 examples, each with attraction/hire metrics. In your cover letter, connect one example to MAF’s specifications. For interviews, practice a 30-second story with specific coordination. Attach a redacted event agenda to your portfolio. Follow up highlighting MAF’s standards focus.

Tip 5: Demonstrate Portal/ATS Review with a Screening Example

Why It Works: Reviewing CVs from portals/sites is daily—recruiters prioritize screeners. A specific example of review (e.g., “Screened 1,000 CVs from ATS with 95% match rate”) shows detail, a top shortlisting factor. Metrics demonstrate your ability to initiate, aligning with MAF’s portal goals.

CV Example (adapt to your experience):
“Screened 1,000 CVs from ATS as Talent Acquisition Associate candidate with 95% candidate match rate.”
Why: This quantifies your detail, aligning with MAF’s review needs.

Cover Letter Example (adapt to your experience):
“As associate at a firm, I initiated 200 screenings with 90% compliance, preparing me for MAF’s requirements.”
Why: It connects your experience to the job’s initiation needs, showing recruiters your detail.

Interview Example (adapt to your experience):
“As recruiter, I reviewed 300 portals monthly with 88% efficiency, aligning with MAF’s standards.”
Why: This story emphasizes your detail with metrics, increasing your interview prospects.

How to Do It: Include a “Portal/ATS Review & Screening Detail” section in your CV with 2-3 examples, each with match metrics. In your cover letter, connect one example to MAF’s sites. For interviews, practice a 30-second story with specific screening. Attach a redacted screening checklist to your portfolio. Follow up emphasizing MAF’s portal focus. Network via Kenya ATS Recruiters on LinkedIn for examples.

Tip 6: Highlight Negotiation Skills with a Vendor Deal Example

Why It Works: Strong negotiation for agencies is required—recruiters prioritize cost-savers. A specific example of skills (e.g., “Negotiated 10 agency deals saving 15%”) shows acumen, a top shortlisting factor. Metrics demonstrate your ability to manage, aligning with MAF’s overseas goals.

CV Example (adapt to your experience):
“Negotiated 10 agency deals as Talent Acquisition Associate candidate, saving 15% on recruitment costs.”
Why: This quantifies your acumen, aligning with MAF’s negotiation needs.

Cover Letter Example (adapt to your experience):
“As associate in retail, I bargained 8 vendor terms with 90% favorability, preparing me for MAF’s requirements.”
Why: It connects your experience to the job’s management needs, showing recruiters your acumen.

Interview Example (adapt to your experience):
“As recruiter, I closed 20 negotiations quarterly with 88% savings, aligning with MAF’s standards.”
Why: This story emphasizes your acumen with metrics, boosting your interview appeal.

How to Do It: Include a “Negotiation Skills & Vendor Deal Management” section in your CV with 2-3 examples, each with saving metrics. In your cover letter, connect one example to MAF’s external. For interviews, practice a 30-second story with specific bargaining. Attach a redacted deal summary to your portfolio. Follow up emphasizing MAF’s cost focus. Network via Kenya Negotiation HR Pros on LinkedIn for examples.

Tip 7: Demonstrate Attention to Detail with a Portal Example

Why It Works: High attention to detail for procedures/policies is required—recruiters prioritize meticulous associates. A specific example of detail (e.g., “Audited 500 portal entries with 99% compliance”) shows precision, a top shortlisting factor. Metrics demonstrate your ability to follow, aligning with MAF’s policy goals.

CV Example (adapt to your experience):
“Audited 500 recruitment portal entries as Talent Acquisition Associate candidate with 99% policy compliance.”
Why: This quantifies your precision, aligning with MAF’s detail needs.

Cover Letter Example (adapt to your experience):
“As associate at a chain, I verified 300 docs with 95% accuracy, preparing me for MAF’s requirements.”
Why: It connects your experience to the job’s following needs, showing recruiters your precision.

Interview Example (adapt to your experience):
“As recruiter, I detailed 100 screenings monthly with 92% error-free, aligning with MAF’s standards.”
Why: This story emphasizes your precision with metrics, increasing your interview prospects.

How to Do It: Include an “Attention to Detail & Procedure Precision” section in your CV with 2-3 examples, each with compliance metrics. In your cover letter, connect one example to MAF’s policies. For interviews, practice a 30-second story with specific auditing. Attach a redacted audit log to your portfolio. Follow up emphasizing MAF’s meticulous focus. Network via Kenya Detail HR Pros on LinkedIn for examples.

Tip 8: Highlight Open Day Coordination with an Event Example

Why It Works: Coordinating open days is hands-on—recruiters prioritize event executors. A specific example of coordination (e.g., “Coordinated 4 hiring fairs with 400 attendees and 60% hire”) shows planning, a top shortlisting factor. Metrics demonstrate your ability to attract, aligning with MAF’s manpower goals.

CV Example (adapt to your experience):
“Coordinated 4 retail hiring fairs as Talent Acquisition Associate candidate with 400 attendees and 60% hire rate.”
Why: This quantifies your planning, aligning with MAF’s open day needs.

Cover Letter Example (adapt to your experience):
“As associate at a store, I executed 3 events with 85% diversity, preparing me for MAF’s requirements.”
Why: It connects your experience to the job’s attraction needs, showing recruiters your planning.

Interview Example (adapt to your experience):
“As recruiter, I managed 2 open days quarterly with 92% satisfaction, aligning with MAF’s standards.”
Why: This story emphasizes your planning with metrics, boosting your interview appeal.

How to Do It: Include an “Open Day Coordination & Event Planning” section in your CV with 2-3 examples, each with attendee/hire metrics. In your cover letter, connect one example to MAF’s fairs. For interviews, practice a 30-second story with specific execution. Attach a redacted event plan to your portfolio. Follow up emphasizing MAF’s manpower focus. Network via Kenya Event HR Pros on LinkedIn for examples.

Tip 9: Demonstrate Retail Passion with a Sector Example

Why It Works: Retail experience preferred—recruiters prioritize industry insiders. A specific example of passion (e.g., “Grew retail talent pool 50% in 2 years”) shows enthusiasm, a top shortlisting factor. Metrics demonstrate your ability to contribute, aligning with MAF’s Carrefour goals.

CV Example (adapt to your experience):
“Grew retail talent pool 50% as Talent Acquisition Associate candidate in supermarket chain.”
Why: This quantifies your enthusiasm, aligning with MAF’s retail needs.

Cover Letter Example (adapt to your experience):
“As blue-collar recruiter in FMCG, I filled 200 store roles with 90% retention, preparing me for MAF’s requirements.”
Why: It connects your sector to the job’s contribution needs, showing recruiters your enthusiasm.

Interview Example (adapt to your experience):
“As associate, I sourced 100 retail hires quarterly with 88% fit, aligning with MAF’s standards.”
Why: This story emphasizes your enthusiasm with metrics, increasing your interview prospects.

How to Do It: Include a “Retail Sector Passion & Contribution” section in your CV with 2-3 examples, each with growth metrics. In your cover letter, connect one example to MAF’s franchise. For interviews, practice a 30-second story with specific sourcing. Attach a redacted retail pipeline to your portfolio. Follow up emphasizing MAF’s Carrefour focus. Network via Kenya Retail Recruiters on LinkedIn for examples.

Tip 10: Craft a Concise, Talent-Passion Interview Talk

Why It Works: Recruiters prioritize associates who convey talent passion and alignment with MAF’s happiness mission. A concise, 1-minute talk linking your skills to MAF’s goals (e.g., diverse sourcing) makes you memorable. Referencing 45,000 colleagues shows research, a key shortlisting factor.

CV Example (Summary Statement):
“Versatile Talent Acquisition Associate candidate with 500+ hires, passionate about MAF’s 45,000-strong diverse workforce.”
Why: This sets a strong tone, aligning your skills with MAF’s mission.

Cover Letter Example (adapt to your experience):
“With 95% fill rate in retail and strong negotiation, I’m excited to build MAF’s talent for great moments.”
Why: It conveys passion and ties your skills to MAF’s goals, making your application compelling.

Interview Example (adapt to your experience):
“As associate, I sourced 92% diverse candidates at a chain, eager to empower MAF’s global team.”
Why: This talk connects your experience to MAF’s needs, showing passion and readiness for interviews.

How to Do It: Craft a 1-minute talk highlighting your recruitment experience, a key achievement (e.g., “92% diverse”), and passion for MAF’s mission. Include it in your cover letter’s closing and rehearse for interviews. Dress in smart business casual, arrive early, and bring a folder with your CV, references. Reference happiness mission. Follow up via the MAF portal emphasizing MAF’s talent vision. Network via Kenya MAF Retail HR Pros on LinkedIn for insights.

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